Job satisfaction related to tested congruence and differentiation

Tested personality-environment congruence and differentiation, singly and in combination, as measured by the Vocational Preference Inventory (J. L. Holland, Palo Alto, California, Consulting Psychologists Press, 1977b), were predictive of reported job satisfaction for teachers employed in five subject matter areas. Time-related variables and sex were not significantly related to the job satisfaction measure used in the study.     

Job satisfaction and women's spheres of work

Job satisfaction for women workers is traditionally researched from the job-gender model in which sex roles generate the research framework. Women employed in the labor market are viewed as responding primarily to the confines of sex roles, as opposed to the structural rewards and constraints of the labor market itself. We reexamined earlier studies that found no effect of the labor market on job satisfaction for women. Reanalysis of the 1972–1973 Quality of Employment national survey revealed significantly different levels of job satisfaction, which are in part structured by the characteristics of the labor market sectors in which women and men work. Women working in labor market sectors that are predominantly male or have a balanced proportion of male and female workers jobs have high job satisfaction. This job satisfaction is predicted almost exclusively by their perceptions of fewer income problems, flexibility of hours, and use of job skills. Factors related to maternity benefits and leaves are related only marginally to job satisfaction for women workers in either labor market sector. Women in predominantly female sectors of the labor market have similarly high job satisfaction scores, but these are related to a wider cluster of factors, including fewer perceived income problems, skills, and challenge factors, as well as the socioemotional rewards of their work. This pattern is most similar to males who work in predominantly male sectors. In contrast, males who work in predominantly female or gender-proportionate jobs have significantly lower job satisfaction scores, even after controling for income issues and other benefits. Labor market sectors and the rewards available within them are important structural dimensions of job satisfaction for women and men employees.     

Job experiences over time, multiple roles, and women's mental health: a longitudinal study.

Are changes over time in the quality of a woman's job associated with changes in her psychological distress? Do family roles moderate these relationships? We addressed these questions using longitudinal data from a 2-year 3-wave study of a stratified random sample of 403 employed women who varied in occupation, race, partnership, and parental status. After estimating individual rates of change for each woman on each of the predictors and the outcome, we modeled the relationships between family role occupancy and change in job-role quality on the one hand, and change in psychological distress on the other. Among single women and women without children, as job-role quality declined, levels of psychological distress increased. Among partnered women and women with children, change in job-role quality was unrelated to change in psychological distress.     

Job satisfaction, work values, and sex differences in Taiwan's organizations.

This study of 927 employees in Taiwan is an attempt to explain job satisfaction and sex differences with reference to work values. Initially, the results confirmed that both job satisfaction and work values consisted of 4 common dimensions pertaining to the task, team, reward, and status. Subsequent analyses showed that male employees had higher rank and higher task, team, and status satisfaction than did female employees. The sex difference was not attributable to differences in work values. Placing higher values on the task and team dimensions and a lower value on the reward dimension seemed to lead to greater job satisfaction.     

Hope and optimism as related to life satisfaction

This study explored the hope and optimism constructs and their unique variances in predicting life satisfaction. The subscales (Agency and Pathways) of the Adult Hope Scale (Snyder, Harris et al., 1991 Snyder, CR, Harris, C, Anderson, JR, Holleran, SA, Irving, LMSigmon, ST. 1991. The will and the ways: Development and validation of an individual-differences measure of hope. Journal of Personality and Social Psychology, 60: 570–585. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]) and optimism and pessimism as measured by the Life Orientation Test-Revised (LOT-R; Scheier, Carver, & Bridges, 1994) were compared in terms of ability to predict life satisfaction as measured by the domain-specific Quality of Life Inventory (QOLI®; Frisch, 1994 Frisch, MB. 1994. Manual and treatment guide for the Quality of Life Inventory (QOLI), Minneapolis, MN: National Computer Systems.  [Google Scholar]; Study 1, N?=?331) and the global measure Satisfaction with Life Scale (Diener, Emmons, Larsen, & Griffin, 1985 Diener, E, Emmons, RA, Larsen, RJ and Griffin, S. 1985. The Satisfaction with Life Scale. Journal of Personality Assessment, 49: 71–75. [Taylor & Francis Online], [Web of Science ®] , [Google Scholar]; Study 2, N?=?215). The Agency subscale of the Adult Hope Scale was the better predictor of life satisfaction in both studies. The implications of these findings for theory and measurement of hope and optimism are discussed.     

Person-environment fit,job satisfaction and mental health

This study was concerned with the consequences of person-environment (P-E) congruence at work in terms of Holland's model of vocational preference. Whereas there has been some work on P-E fit and job satisfaction, and P-E fit and stress, few studies have looked at the relationship between P-E fit, job satisfaction and mental health. It was predicted that those people with a poor P-E fit would have higher levels of mental distress and lower levels of job satisfaction than those who experienced a good P-E fit. The results substantiated the major hypotheses of this study and are discussed in terms of the measurement and causes of job satisfaction. Criticisms and limitations of this type of approach are also considered.     

The role of acceptance and job control in mental health, job satisfaction, and work performance

Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N = 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance.     

Stress and support as related to postpartum paternal mental health and perceptions of the infant

This study examined the relationship of stress and social support to psychological adjustment, attitudes towards the parental role, and perceptions of infant behavior in two groups of fathers: an index group of 50 men whose wives had a diagnosed postpartum depression, and a control group of 50 men whose wives had no such disorder. Fathers with more stress and less support had higher levels of psychological symptomatology. Index fathers reported more stress, particularly from work and economic pressures. Index fathers were also less likely than controls to report support from in-laws, other relatives, and friends. Stress, but not support, was associated with more negative perceptions of the marriage, the parental role, and infant behavior. Work-related stress was most likely to have an impact on paternal attitudes. These findings suggest the need to adopt a family focus when studying postpartum depression. © 1997 Michigan Association for Infant Mental Healt     

Taking a sickie: Job satisfaction and job involvement as interactive predictors of absenteeism in a public organization

Correlations between absenteeism and work attitudes such as job satisfaction have often been found to be disappointingly weak. As prior work reveals, this might be due to ignoring interactive effects of attitudes with different attitude targets (e.g. job involvement and organizational commitment). Drawing on basic principles in personality research and insights about the situational variability of job satisfaction judgments, we proposed that similar interactions should be present also for attitudes with the same target. More specifically, it was predicted that job involvement affects absenteeism more if job satisfaction is low as this indicates a situation with weak constraints. Both attitudes were assessed in a sample of 436 employees working in a large civil service organization, and two indexes of absence data (frequency and time lost) were drawn from personnel records covering a 12‐month period following the survey. Whereas simple correlations were not significant, a moderated regression documented that the hypothesized interaction was significant for both indicators of absence behaviour. As a range of controls (e.g. age, gender, job level) were accounted for, these findings lend strong support to the importance of this new, specific form of attitude interaction. Thus, we encourage researchers not only to consider interactions of attitudes with a different focus (e.g. job vs. organization) but also interactions between job involvement and job satisfaction as this will yield new insights into the complex function of attitudes in influencing absenteeism.     

When time becomes personal. Aging and personal identity

Phenomenology and the Cognitive Sciences - Aging is an integral part of human existence. The problem of aging addresses the most fundamental coordinates of our lives but also the ones of the...     

Job control and social support as coping resources in job satisfaction

This study examined the effects of active coping on job satisfaction in the context of the job demands-control-support model. Participants were 867 employees (811 men and 56 women, M age = 35.2 yr.) of a large electrical company in Japan. Hierarchical multiple regression analysis examined whether effects of active coping on job satisfaction might depend on the extent of coping resources, such as job control or social support (supervisor and coworker). Analysis showed that the effect of active coping on job satisfaction depended on the extent of coworkers' support, not on job control and supervisors' support.     

Interest congruency as a moderator of the relationships between job tenure and job satisfaction and mental health

The purpose of the present study was to examine the role of interest-present job congruency as a moderator of the relationship between job tenure and job satisfaction and mental health. In a sample of 54 middle managers, significant moderator effects were found for the mental health indices of self-esteem, life-satisfaction, and overall mental health and for satisfaction with supervision. As expected, these indices correlated positively with job tenure for high congruency individuals. For low congruency individuals, the relationships were expected to be negative. However, the obtained correlations did not differ significantly from zero.     

Relationship between job burnout and personal wellness in mental health professionals

This study aimed to determine the nature of the relationship between job burnout and personal wellness among mental health professionals. The authors performed intercorrelations and multivariate multiple regression analyses to identify the relationship between subscales of job burnout and personal wellness. Results showed that all subscales of job burnout, except for the Negative Work Environment subscale, significantly predicted a large amount of the variance in the collective personal wellness subscales. Implications for mental health professionals’ clinical practice, training, and supervision and limitations and prospects for future studies are discussed.